How to hire a cutting supervisor

How to hire a cutting supervisor, step by step

Here's a step-by-step cutting supervisor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a cutting supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new cutting supervisor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the cutting supervisor you need to hire. Certain cutting supervisor roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A cutting supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, cutting supervisors from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of cutting supervisors and their corresponding salaries.

   Type of Cutting Supervisor	Description	Hourly rate
   Cutting Supervisor		$17-38
   Quality Control Supervisor	A quality control supervisor specializes in carrying out and implementing systems and procedures that ensure product quality within an organization. They are primarily responsible for devising priorities and standards, managing schedules to abide by the production timeline, monitoring activities, coordinating with production and quality control personnel, assessing employee performance, and thoroughly discussing new systems for all staff... Show more	$22-41
   Quality Assurance Supervisor	A quality assurance supervisor oversees and leads the quality control operations within a manufacturing plant or similar establishment. They are primarily responsible for crafting and implementing policies that prioritize the efficiency of products or services, supervising and evaluating the performances of the workforce, and setting standards and procedures that align not just with the goals of the company, but the national and international level of production standards... Show more	$22-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Product Quality
   • Production Reports
   • Labor Costs
   • Cut-Up
   • Payroll
   • Continuous Improvement
   • RAN
   • Machine Operators
   • Lean Principles
   • USDA
   • Computer System
   • Quality Standards

   Responsibilities:

   • Design and manage a satellite division of the manufacturing facility, responsible for silicone extrusion.
   • Schedule and prioritize jobs, managing inventories to meet customer demand using FIFO manufacturing disciplines.
   • Work with high volume production through manufacturing work instructions according to quality standards with all require GMP documentation.
   • Assist in certification and recertification of ISO 9001-2008.
   • Supervise 190 member team in the cone debone department and 48 team members in the cut-up and food construct department.
   • Assume responsibilities for all cut-up operations.

3. Make a budget

   Including a salary range in your cutting supervisor job description is one of the best ways to attract top talent. A cutting supervisor can vary based on:

   • Location. For example, cutting supervisors' average salary in iowa is 43% less than in district of columbia.
   • Seniority. Entry-level cutting supervisors 54% less than senior-level cutting supervisors.
   • Certifications. A cutting supervisor with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a cutting supervisor's salary.

   Average cutting supervisor salary

   $54,868yearly

   $26.38 hourly rate

   ---

   Entry-level cutting supervisor salary

   $37,000 yearly salary

   Updated December 24, 2025

4. Writing a cutting supervisor job description

   A cutting supervisor job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a cutting supervisor job description:

   Cutting supervisor job description example

   **Primary Purpose**
   
   Ensures the successful execution of department operations, while ensuring procedures, people and resources are aligned to accomplish established goals in regards to quality, efficiency and safety.
   
   **Major Duties & Responsibilities**
   
   1. Ensuring orders are fulfilled and operating with correct staffing numbers on a daily basis. Follow established SOP's and GPP's for the department.
   
   2. Following product quality and packaging specs, executing plans to address defects and necessary improvements. Following food safety regulations and correcting deviations.
   
   3. Meeting department metrics; BMPH, Cost/lb., PPMH, A Grade %.
   
   4. Follow prescribed HR/Safety policies and procedures, completing Kronos and Oracle HCM time off requests on a timely basis, completing safety and certification training.
   
   **Qualifications**
   
   + High school diploma or equivalent required; Bachelor's degree preferred (Ag, Operations Management, Business).
   
   + 3+ years' demonstrated supervisory experience in lieu of degree, previous poultry experience preferred.
   
   + HACCP (Hazard Analysis and Critical Control Points) knowledge and experience.
   
   + USDA regulations on sanitation and pre-operations guidelines.
   
   **ABOUT US**
   
   Are you looking for more than just a job? The culture at Mountaire is one of our greatest strengths and most valued assets. We maintain the same core values and family-focused work environment that we've operated with since day one. You will find that your peers, supervisor and team members are genuinely committed to, not only your success, but also working together to provide high-quality products to our customers. We are a service to one another and to our customers, demonstrating operational excellence and outstanding performance.
   
   **ABOUT THE TEAM**
   
   **Mountaire Overview**
   
   Mountaire Corporation and its two operating affiliates, Mountaire Farms Inc. and Mountaire Farms of Delaware, Inc. (collectively, "Mountaire Farms" or "Mountaire"), are agricultural food production and processing companies providing competitive jobs to almost 10,000 dedicated employees at facilities in Arkansas, Delaware, Maryland, Virginia, and North Carolina. Now the fourth largest chicken company in the United States, we are still family owned and fully committed to giving back to the communities where we do business. At Mountaire Farms, our culture is what defines us. It sets us apart from our competition and reinforces what we stand for. Supporting each other, uplifting each other, and helping each other succeed -- that's the Mountaire way! Our vision is to provide growth, stability, and opportunities for our people, our customers, and our communities by profitably delivering wholesome quality chicken.
   
   **Total Compensation**
   
   Mountaire also offers an amazing total compensation package! A few examples of our benefits that may be offered to you are: eight paid holidays, Medical Plans with free onsite Health and Wellness Centers, Dental and Vision Programs, Employee Assistance Program for you and your family, Retirement Planning with 401(k), Profit Sharing, Employee Discounted Chicken Sales, Employee Discounts with partners (Car Purchase, Phone Plans, & Shopping), Tuition Reimbursement at up to $6,000 annually, and many exciting career development programs!

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right cutting supervisor for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your cutting supervisor job on Zippia to find and recruit cutting supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit cutting supervisors, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new cutting supervisor

   Once you have selected a candidate for the cutting supervisor position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new cutting supervisor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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